How would you handle an upset superstar

[Anonymous]

A real superstar is leaving if they get passed over for a promotion

[Anonymous]

She sounds mad at herself and lashing out at you. She didn't even apply.

[Anonymous]

Anonymous wrote:Op made a mistake assuming this employee was not interested because of her health issues.

In my former job, I was having health issues that resolved just in time for a surprise announcement that a promotion was offered to someone to lead my team, and you bet I was upset. I appreciated that my employer valued me enough to let me take leave when needed and gave me privacy so I could recover—but I provided as much value as anyone else my team during that time, even while needing a flexible schedule to rest and take time off. I had gone above and beyond for many years prior. (Yes, think about a flock of geese flying in formation)

No one talked to me about the job, or even asked if I was interested, and the job was not competed or advertised. It hurt. I left shortly after the announcement, moved on and didn’t bother complaining. I hear a lot of people have left and they are having trouble hiring now. I’m guessing I’m not the only one who didn’t get the courtesy of a conversation.

This employee may not want to leave but feel like you’re pushing her out. Especially if she is a high performer even with limitations—she is probably being really hard on herself. You need to give her something she wants if you want her to stay. Probably some kind of special advisor or leadership role.

Sorry I understand what you are feeling, but it’s also a bit irrational. Was the promotion opportunity posted? If not, then that’s a different issue. If yes, how can you be upset to not have been encouraged to apply when you were on leave. You supervisors probably didn’t want to disturb your privacy while you were on leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Op made a mistake assuming this employee was not interested because of her health issues.

In my former job, I was having health issues that resolved just in time for a surprise announcement that a promotion was offered to someone to lead my team, and you bet I was upset. I appreciated that my employer valued me enough to let me take leave when needed and gave me privacy so I could recover—but I provided as much value as anyone else my team during that time, even while needing a flexible schedule to rest and take time off. I had gone above and beyond for many years prior. (Yes, think about a flock of geese flying in formation)

No one talked to me about the job, or even asked if I was interested, and the job was not competed or advertised. It hurt. I left shortly after the announcement, moved on and didn’t bother complaining. I hear a lot of people have left and they are having trouble hiring now. I’m guessing I’m not the only one who didn’t get the courtesy of a conversation.

This employee may not want to leave but feel like you’re pushing her out. Especially if she is a high performer even with limitations—she is probably being really hard on herself. You need to give her something she wants if you want her to stay. Probably some kind of special advisor or leadership role.

Sorry I understand what you are feeling, but it’s also a bit irrational. Was the promotion opportunity posted? If not, then that’s a different issue. If yes, how can you be upset to not have been encouraged to apply when you were on leave. You supervisors probably didn’t want to disturb your privacy while you were on leave.

1. No it wasn’t posted, and 2. I wasn’t on leave, I was working and producing, just less than previously.

Love the use of the word irrational by someone who has dubious reading comprehension.

[Anonymous]

This “superstar” wasn’t even working full-time. OP owes her nothing.

[Anonymous]

Anonymous wrote:This “superstar” wasn’t even working full-time. OP owes her nothing.

OP thinks s/he does. Some people are so valuable part time that it’s worth keeping them. Again, people, not machines.

[Anonymous]

The superstar employee sending a email out of the blue wasn’t the right approach. She should have met with you to discuss future opportunities.

She’s part time, can’t expect everything will be the same for her as full time employees. Whatever the reason.

[Anonymous]

I had superstar worker get Lyme disease and was worthless for awhile but worked out.

[Anonymous]

She “was” valuable

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ask to meet with her. She is mad at herself. Note that she didn't apply and that you would encourage her to do so in the future and that is a valuable part of the team.

I think part of it is that I didn't encourage her to apply so she feels betrayed. Which I completely get but she has actively declined coming back to work full time so I never imagined she could take on more.

I think you should tell her exactly that last sentence. Then ask her what her short and mid term goals are regarding her career with your company. She has to own her development and advocate for herself. Closed mouths don’t get fed, and she can’t expect you or anyone else at work to read her mind. If she wants a promotion then she needs to apply for it like everyone else.

All of this.

The last sentence is a lawsuit waiting to happen. I would just focus on her being a valuable employee, that you want to promote her professional development, and discuss where she sees herself in the next 3-5 years (and how you can support her).

[Anonymous]

Could she have promoted and still worked part time / expected this to be a possibility? I promoted while part time when my kids were younger. I remained partitme for a year or two more, just in a different role.

[Anonymous]

How flex are titles, you can always give her a title with a 3% pay bump.

[Anonymous]

OP, I think you need to acknowledge a managerial shortcoming here on your part. Whenever promoting others, consider how others in the company might feel about, consider who might be upset for feel passed over, and then have a conversation about it before the promotion is announced.

This is good management and something we do at my publicly traded corporation in HR and Legal. It helps retain talented employees and is an emotionally intelligent way to proceed, even if others here feel it is overkill. Part of being a good manager is communication and emotional intelligence.

So I would apologize, explain to her how much you value her and that she will get her turn, and learn from this.

[Anonymous]

My company we had similar issue. I told disgruntled worker the following all promotions are subject to a new 90 day probation. In that 90 days to learn job and to get to know new responsibilities and staff you have a mandatory 90 day in office 5 days a week.

I had a good person running late, taking sick days working remote two days a week due to illness, kids, spouse, commute and reality was a promotion was not practical

[Anonymous]

Anonymous wrote:My company we had similar issue. I told disgruntled worker the following all promotions are subject to a new 90 day probation. In that 90 days to learn job and to get to know new responsibilities and staff you have a mandatory 90 day in office 5 days a week.

I had a good person running late, taking sick days working remote two days a week due to illness, kids, spouse, commute and reality was a promotion was not practical

Your employee sounds like they needed more motivation, which you could have provided by giving them a promotion… without arbitrary cuts to their flexibility. Probation period is fine, but setting them up to hate you is kind of dumb.